Survey was completed in March 2001.
Identifying information has been removed from all results.

N = 237 237/940 = 25% response rate

FACULTY RANK:

Full = 79 (33.3% of the total sample)
Associate = 69 (29.1% of the total sample)
Assistant = 86 (36.3% of the total sample)

PRIMARY DEPARTMENT: 52 units represented

ARE YOU NOW TENURED:

Tenured = 132 (55.7% of the total sample)
Tenure Track = 97 (40.9% of the total sample)

Overall there were minimal differences across ranks and tenure status.

SCALE FOR QUSTIONS 1-12:

0 = No Opinion

1 = Strongly Agree
2 = Agree
3 = Disagree
4 = Strongly Disagree

1+2 = AGREE (A)
3+ 4 = DISAGREE (D)
N/O = NO OPINION

The results are reported in % agreement, disagreement, or no opinion and may fail to total to 100% when data are missing.

1. I am satisfied with my current regular base university salary.

A = 19.8
D = 76.8
N/O = 1
MEAN = 3.12 MEDIAN = 3 MODE = 3

2. I am satisfied with the overall amount I have received in raises to my base salary over the past 5 years.

A = 17.3
D = 68.4
N/O = 11.8
MEAN = 2.75 MEDIAN = 3 MODE = 3

3. I am satisfied with the amount of across the board or cost of living salary increases I have received over the past five years.

A = 24.1
D = 60
N/O = 13.9
MEAN = 2.56 MEDIAN = 3 MODE = 3

4. I am satisfied with the amount of merit based salary increases I have received over the past five years.

A = 15.2
D = 69.2
N/O = 13.1
MEAN = 2.80 MEDIAN = 3 MODE = 4

5. I am satisfied with the current non-salary compensation or benefits I have at OU.

A = 48.1
D = 48.6
N/O = 1.3
MEAN = 2.60 MEDIAN = 2 MODE = 2

6. I am satisfied with the total combined compensation (salary & benefits) I have at OU.

A = 18.1
D = 79.8
N/O = 0
MEAN = 3.04 MEDIAN = 3 MODE = 3

7. The cost of living in Oklahoma helps to make up for lower base faculty salaries at OU.

A = 37.6
D = 58.7
N/0 = 1.3
MEAN = 2.68 MEDIAN = 3 MODE = 3

8. Future raises should first provide for an across the board cost of living increase to keep up with inflation before being used for merit or compression.

A = 59.9
D = 31.2
N/0 = 6.3
MEAN = 2.04 MEDIAN = 2 MODE = 2

9. The amount of money available to each unit for annual raises is usually enough to fully fund across the board raises, award meritorious work and make real progress toward keeping up with compression adjustments.

A = 2.6
D = 85.1
N/O = 10.1
MEAN = 3.29 MEDIAN = 4 MODE = 4

10. My salary is an important facilitator or motivator for doing excellent work.

A = 49.8
D = 42.2
N/0 = 5.9
MEAN = 2.23 MEDIAN = 2 MODE = 2

11. Continued improvement in base faculty salary is essential to OU’s efforts to recruit, retain and support the work of an excellent faculty.

A = 81.8
D = 2.1
N/0 = 13.5
MEAN = 1.03 MEDIAN = 1 MODE = 1

12. At some time in the past 5 years I have seriously considered leaving OU due to having a comparatively low base salary.

A = 52.3
D = 21.6
N/O = 23.6
MEAN = 1.47 MEDIAN = 1 MODE = 1

Significantly more associates report having considered leaving than full professors or assistants.

13. At what percent raise does a breakdown between merit and compression vs. across the board cost-of-living become important? For example, would an overall pay raise of 2%, 3%, 4%, and so on be necessary for the raise to be split (at some level) between across the board cost-of-living and merit/compression uses?

2% = 8.9
3% = 13.5
2-3% = 22.4

4% = 24.1
5% = 18.1
6% = 19.8
4-6% = 62

MEAN = 4.32 MEDIAN = 4 MODE = 4

14a. Assuming annual raises of no more than 2%, how would you distribute the money (total distribution: 2%)?

AT 6% MOST WOULD SPLIT 3% ACROSS AND 3% MERIT/COMPRESSION COMBINED OR A 2 – 2 –2 SPLIT.

15. Should pay raise money from the regents be used to create new positions or be kept solely to improve pay for existing faculty lines? Please indicate which one of the two statements below you most agree with.

Raise money may be used to create new faculty positions 19%

Raise money should be used solely to improve the pay of existing faculty 73.8%